Generally, pregnancy is not a qualifying disability under the RA Policy unless complications due to being pregnant arise and result in a disability. For example, gestational diabetes (i.e. diabetes due to pregnancy) is a covered disability.
Even if an employee does not have a covered disability relating to their pregnancy, departments are required to similarly accommodate pregnant employees who have pregnancy-related difficulties with their job tasks and/or access to benefits or privileges of employment. For example, pregnant employees may be permitted to take leave or flex their schedules to attend doctor’s appointments. If needed due to pregnancy, methods used to perform essential job functions should be appropriately modified. In addition, although removal of essential functions is not normally a reasonable accommodation, it may be a practical short-term solution for pregnant employees.
